The term “global training” is self-explanatory. However, when compared to traditional on-site or online learning, there are numerous differences to consider. Today, companies must have a global workforce in order to remain competitive. Unfortunately, training a global workforce can be challenging. This is because content must always address a global audience rather than a particular country or region.

Suggestions for Managing the Creation of Global Training Courses

  • Know Your Audience – It may seem self-evident, yet many companies fail to recognize who their global employees are and what they may require. Before considering any form of international rollout, you must first analyze all of your potential audience’s various demands and desires. 
  • Look into Different Delivery Options – When it comes to how you deliver training and learning interventions in other countries, be flexible. Not everyone learns well while watching a slide show. Take into account the culture and learning styles of the individuals. Also, focus on their jobs and the types of training that will bring out the best in them. 
  • The Content Should Be Relevant – Your training materials should be relevant to the student in as many ways as possible. Employees in one place may not have the same jobs or work in the same manner as their international counterparts. 
  • The clarity in Content is Key – It may seem unimportant, but your language should be presented correctly. Check your spellings and double-check your photographs. Learn the meanings of different colors in different cultures. Make sure the information looks and feels like it came from “home.” 

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Techniques for Educating Your Global Workforce 

There are four points to consider during this process. These factors will strongly influence your approach to global training and help you map out your goals: 

  • A Single Learning Approach for All Topics – The first method is to use a single learning approach for all topics that will be applicable across all regions. The design and delivery of the course is consistent. Furthermore, this will ensure that the courses are taught in the same language and have the same content. This method simplifies and lowers the cost of content generation. 
  • Each Topic has a Standardized Approach – Another technique is to use the same learning approach across all areas for each topic. Courses offered locally or internationally are the same across the board. The method of delivery for each topic, however, may vary. This gives you more options when it comes to course design. Hence, the process of course building is simplified. Consistency is now a key feature of each course.
  • Standardized Learning Objectives and Tailored Content – This plan aims to implement a single set of learning objectives for employees across all regions, employing various methodologies and content. Required abilities and learning objectives should be uniform throughout the organization, regardless of where employees are located. 
  • Customized Content and Learning Objectives – With guidance from global HQ’s training and development team, various learning goals and content will be implemented in all regions. The global training team would have a greater “auditor” role, ensuring that learning objectives, methodologies, and content continue to meet the organization’s needs. 

Employees will have to deal with more than just time zones. However, thoughtful global training can provide a pleasant working environment. 

Contact us if you are interested in a business training program that is tailored to the needs of your organization or team.